Why are so many DEIB initiatives lacking effectiveness and maturity? Could it be largely due to the lack of L&D and training? Download the free report to learn more. #HRResearchInstitute #diversity #DEIB Download Free Report: https://okt.to/ifO1qs
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Chief Scientist at AIHR | Driving the Future of HR with AI and People Science | Keynote Speaker | Strategic Operating Model Advisor | Podcast Host | Professor of Practice
I grew up in South Africa, one of the most unequal countries in the world. A country that has been trying to right the wrongs of the past and create equity for all. It has been hard, and there have been many mistakes along the way, but at least we are trying. DEIB has been in the firing line over the last 36 months, with the Supreme Court Ruling on affirmative action in college admissions, the massive cuts of DEIB departments, and employees expressing discontent with how organizations are approaching the DEIB agenda. The impact of an unequal society has been seen throughout history. With the entrance of AI (and the inherent risks of discriminatory algorithms), the focus on equity has never been more important than at this moment in history. In our annual HR Trends report, we spoke about systemic DEIB – the belief that to become a more equal and inclusive society, we must affect systemic change that breaks down systems that include some but exclude others. I believe that our approach to DEIB requires a rethink. Organizations need to avoid diversity washing and not "outsource" DEIB to HR. Rather, we need to take collective responsibility. In a recent analysis of 50 top-performing companies and their people agendas, we identified DEIB as one of the common focus areas for these companies that are getting things right. These companies follow pragmatic approaches that align with their purpose and beliefs to make it tangible. They also align it firmly with a focus on ESG and Employee Engagement. Although HR and organizations have made great strides, there is still much work to be done in DEIB. Despite recent conversations about removing Equity from DEIB, we should continue to advocate for all four areas in our HR Strategies. I believe one cannot exist without the other. As someone who is passionate about the world of work and how HR can shape it - I will keep on pushing the agenda for Equity to make the world just a little bit better for all. My question to you is - how do we proceed as HR? #equity #deib #hr #humanresources #careers AIHR | Academy to Innovate HR Erik van Vulpen Simona Iancu Kirsty Geyser
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Beautifully put Dieter Veldsman (Phd) 👏 As much as I wish it were so, the world of work has NOT practically achieved diversity, equity, inclusivity nor belonging for all. Not even close. Human beings universally deserve DEIB in the workplace and beyond. It is a fundamental right, and not an earned privilege or an attractive employment benefit. It's common to motivate for DEIB intervention using commercial or compliance metrics, owned solely by HR as a tick-box exercise, when really it is a matter of principle and ethical practice that should be owned by all. Conversely, where perhaps many DEIB initiatives fail is by neglecting to ensure that their results ALSO positively impact business success & align with strategic goals. It is absolutely possible to impact bottom-line, growth & innovation while simultaneously doing the right thing - it may just take additional effort and increased cross-functional participation/ownership. Interesting thoughts for a Friday afternoon! #DEIB #Diversity #Equity #Inclusion #Belonging #Ethics #SouthAfrica #HR Humanity - The Employee Experience Company
Chief Scientist at AIHR | Driving the Future of HR with AI and People Science | Keynote Speaker | Strategic Operating Model Advisor | Podcast Host | Professor of Practice
I grew up in South Africa, one of the most unequal countries in the world. A country that has been trying to right the wrongs of the past and create equity for all. It has been hard, and there have been many mistakes along the way, but at least we are trying. DEIB has been in the firing line over the last 36 months, with the Supreme Court Ruling on affirmative action in college admissions, the massive cuts of DEIB departments, and employees expressing discontent with how organizations are approaching the DEIB agenda. The impact of an unequal society has been seen throughout history. With the entrance of AI (and the inherent risks of discriminatory algorithms), the focus on equity has never been more important than at this moment in history. In our annual HR Trends report, we spoke about systemic DEIB – the belief that to become a more equal and inclusive society, we must affect systemic change that breaks down systems that include some but exclude others. I believe that our approach to DEIB requires a rethink. Organizations need to avoid diversity washing and not "outsource" DEIB to HR. Rather, we need to take collective responsibility. In a recent analysis of 50 top-performing companies and their people agendas, we identified DEIB as one of the common focus areas for these companies that are getting things right. These companies follow pragmatic approaches that align with their purpose and beliefs to make it tangible. They also align it firmly with a focus on ESG and Employee Engagement. Although HR and organizations have made great strides, there is still much work to be done in DEIB. Despite recent conversations about removing Equity from DEIB, we should continue to advocate for all four areas in our HR Strategies. I believe one cannot exist without the other. As someone who is passionate about the world of work and how HR can shape it - I will keep on pushing the agenda for Equity to make the world just a little bit better for all. My question to you is - how do we proceed as HR? #equity #deib #hr #humanresources #careers AIHR | Academy to Innovate HR Erik van Vulpen Simona Iancu Kirsty Geyser
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PSR is proud to announce that AMS have launched their Annual Diversity, Equity, Inclusion & Belonging (DEIB) Report covering 2023 activity. The AMS DEIB Centre Of Excellence say "As part of our commitment to authenticity, we believe in being transparent and honest about our DEIB journey. That’s why we’ve decided to introduce an annual DEIB report. This report highlights our successes and accomplishments, but it also takes an honest look at the challenges we’ve faced and the areas where we need to improve. We’re excited to share our progress and continue striving for a more diverse, equitable, inclusive, and belonging workplace." You can read the full report here - https://lnkd.in/eT5wNcAK AMS DEIB Page: https://lnkd.in/eSAs4dym #WeAreAMS #PublicSectorResourcing #DEIB #DiversityEquityInclusion
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Why should we care about informality in #SDG8? Informal workers are more vulnerable to shocks and changes compared to formally employed people, explains Simone Schotte. Do you want to learn more about #SDG8Pathways? Join our self-paced online course for #free: https://go.unu.edu/IddJz SDG Academy
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We are thrilled to invite you to shape the future of Behaviour Support Practitioner roles in Australia! 🇦🇺 The Australian Bureau of Statistics (ABS) is conducting a thorough review of the Australian and New Zealand Standard Classification of Occupations (ANZSCO) to align with the current labor market trends. PBS Together is seeking your valuable input on the draft ANZSCO classification, which will officially recognise the 'Behaviour Practitioner' role in Australia for the first time. This is a unique opportunity for you to contribute your views on the classification (occupation group and sub-group), as well as the necessary qualifications and experience the role requires. Your feedback is essential in showcasing the importance of our roles and setting a high professional standard for our industry. 🌟 Scan the QR code below to view the proposed changes and structure set out in the ANZSCO 'Draft Classification' document. Then take 5-10 minutes responding to the questions ANZSCO is seeking feedback on. Let's join forces, raise our voices, and create an impact together! 💬 #BehaviorSupport #PBSTogether #Collaboration
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DEIB has been making headlines, but what exactly does it mean? At OAIB, we believe in getting back to basics. DEIB stands for Diversity, Equity, Inclusion, and Belonging. It's not just a buzzword – it's a comprehensive approach to fostering a diverse and inclusive environment where everyone feels valued and respected. Diversity encompasses all the ways in which people differ, including race, gender, age, religion, sexual orientation, abilities, and more. Equity focuses on ensuring fairness and justice in the treatment of all individuals, addressing systemic barriers and biases that may prevent some groups from accessing the same opportunities as others. Inclusion means creating a culture where everyone's perspectives and contributions are welcomed and celebrated. Belonging goes beyond just being included – it's about feeling like you truly belong, that your voice matters, and that you are an integral part of the community. So, the next time you hear about DEIB in the news, remember that it's about much more than just diversity quotas or inclusion initiatives. It's about creating a workplace where everyone can thrive. www.oaib.org #DEIB #Diversity #Equity #Inclusion #Belonging #OAIB
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WomenCAN Australia's "Earn and Learn" training model is far more effective and efficient than the current situation and creates profound social and economic ripple effects and a substantial direct annual federal fiscal dividend. The full year savings to the federal budget of a woman moving to employment on average wages is about $60,000, saving tax payers dollars. The full year fiscal dividend when women gain employment through our model: 1000 = $60 Million 4000 = $240 Million Our model WORKS. https://loom.ly/G3SZgkQ
Mikaela Stafrace, WomenCAN Australia CEO explains how WCA programs are saving government millions
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The first meeting of the #EMPASS Advisory Council took place today. It was such an interesting discussion on the importance and the potential of EmPass micro-credential for the scarce soft skills in the labour market aiming to address youth unemployment, support employers to assess the skill level of potential employees and aid TVET institutions to ensure work readiness of their students. We would like to thank the #EMPASS Advisory Council members for their valuable contribution to such an impactful initiative. Raffaele Trapasso Sergio Andrés Iriarte Quezada Giulia Meschino Victor Dumitrache Maria Sol Adaime Salvatore Nigro Diana Filip Minna Melleri Maxi Torau OECD - OCDE International Labour Organization European Vocational Training Association - EVTA WorldSkills Romania Nestlé European Commission #upskillyouth #employability
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I was asked to put some words on the importance of DEIB (Diversity, Equity, Inclusion and Belonging), seen from a Recruiters point of view, for a Magazine about the subject 👍😊 #SDG #manernergysolutions #DEIB
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